Notice Compliance Navigator
A free, searchable guide to federal, state and local employment law notice requirements — organized by employment trigger so you know exactly what to provide, and when.
Updated November 2026
307 notices
Automated Decision Systems (AI) – Discipline & Termination Notice
Effective July 1, 2027: California employers that use an automated decision system in a discipline or termination decision must have a human reviewer corroborate the system's output and give the affected worker written notice after the decision. Workers may request the data the system used about them.
Automated Decision-Making Technology (AI) – Adverse Decision Notice
Effective January 1, 2027: When AI or other automated decision-making technology materially influences an adverse employment decision, employers must give the individual a plain-language explanation of the decision and the technology's role, how to request more information, and their right to correct their data and request human review.
Learn morePersonnel Records Notice
Effective November 8, 2026: New York employers must notify employees within 10 days after adding information to their personnel record that could negatively affect their employment, promotion, transfer, pay or discipline. Current and former employees may request a free copy of their record (due within 5 business days), review it twice per year and add a written rebuttal to disputed information. Records must be kept until 3 years after employment ends.
Notice to Employee as to Change in Relationship (DE 44 / Unemployment Insurance Code §1089)
Employers must give written "Notice to Employee as to Change in Relationship" when an employee is discharged, laid off, placed on a leave of absence, or changed from employee to independent contractor. The notice must include employer and employee identifying information, the type of action (discharge, layoff, leave, status change), and the effective date. It must be given immediately, and no later than the effective date of the change; failure to do so is a misdemeanor under UI Code §1089.
Download the form (PDF)Notice of Reduced Earnings (DE 2063) – Partial Unemployment
When a full-time employee becomes partially unemployed due to reduced hours or lack of work, employers prepare EDD Form DE 2063 – Notice of Reduced Earnings so the employee can claim “partial” unemployment benefits while remaining employed. The form certifies the reduction in hours/earnings and must be completed each affected pay period.
Download the form (PDF)Wage Theft Protection Act Notice – Change in Pay (Labor Code §2810.5)
Under Labor Code §2810.5, non-exempt employees must receive an updated written wage notice when any information on the original notice changes, including rate(s) of pay or overtime rate, within 7 calendar days of the change, unless the change is reflected on a timely wage statement or in another writing required by law. The updated notice must include all required pay-related details.
Download the form (PDF)Paid Sick Leave – Balance on Wage Statement
Employers must show each employee's available paid sick leave (or "unlimited") on the itemized wage statement or on a separate document issued on payday. Paid sick leave terms are also part of the Notice to Employee given at hire.
Learn morePay Arrangement Change Notice (Illinois Wage Payment and Collection Act & 56 Ill. Admin. Code 300.630)
Illinois requires employers to notify employees before changing any agreement regarding payment of wages or compensation, and to place the new arrangement in writing at the time of the change and present it to the employee (except where immediate written notice is impossible, in which case it must be promptly rectified). Employees must be notified before the effective date of the new rate.
Learn morePaid Leave for All Workers – Policy Change & Balance Notice
Employers must notify employees of paid leave policy changes as soon as practical, give written notice within 5 calendar days of any change to notification requirements, and provide leave balances on request.
Learn moreMaryland FAMLI – Payroll Deduction Notice
Effective January 1, 2027: Employers that deduct the employee share of Maryland FAMLI contributions from wages must notify employees at least one pay period before deductions begin. The state plans to publish sample notices.
Learn moreEarned Sick and Safe Leave – Balance Statement
Each pay period, employers must give each employee a written statement of paid and unpaid leave used and available; an online system employees can access meets this requirement.
Learn moreWage Rate Change Notice (Payment of Wages and Fringe Benefits Act)
Michigan's Wage and Fringe Benefits Act requires that a wage rate may be raised or lowered only if the employee is given notice of the change before the effective date or before working any hours at the new rate. Notice does not have to be in writing, but employees cannot simply discover the change on their paycheck after the fact.
Learn moreWage Theft Prevention Act – Notice of Pay Changes (Labor Law §195.1)
New York employers must notify employees in writing at least seven calendar days before a change to their pay rate, pay basis, allowances claimed or regular payday, unless the change appears on the employee's next wage statement. A pay rate decrease always requires written notice before it takes effect, and hospitality employers must give a new notice every time a wage rate changes.
Learn moreNYC Earned Safe and Sick Time – Written Policy
Employers with employees working in New York City must keep one written policy covering protected time off and paid prenatal leave, and give it to employees at the start of employment, within 14 days after any change, and on request.
Learn moreQuarterly Sick Time Balance Notice
At least quarterly, employers must tell each employee in writing how much accrued, unused sick time they have, on the pay statement or separately.
Download the form (PDF)Cal-WARN
California's mini-WARN requires covered establishments (75 or more employees) to give at least 60 days' written notice of a mass layoff, termination or relocation to affected employees, EDD, the Local Workforce Development Board and the chief elected official of the affected city and county. The notice must state whether the employer will coordinate services through the local workforce board or another organization, and include local workforce board contact information and CalFresh information. Effective January 1, 2027, when a layoff is driven by AI or automation, the notice must also describe the number of affected workers, their locations, the job types and the technology involved.
Learn moreWARN Notice – AI & Technology Disclosure
Employers that issue a written WARN notice for layoffs affecting Connecticut workers must also tell the Connecticut Department of Labor whether the layoffs are related to the employer's use of artificial intelligence, in the form and manner set by the Labor Commissioner.
Learn moreDE mini-WARN
Delaware's mini-WARN requires covered employers to provide 60 days' advance written notice to affected employees, their representatives, the state WARN administrator and the local workforce board before certain plant closings, mass layoffs or relocations.
Learn moreFederal WARN Act – 60-Day Notice
Employers with generally 100+ full-time employees must provide at least 60 calendar days' written notice before a covered plant closing or mass layoff, to affected employees (or unions), the state dislocated worker unit and chief local elected officials.
Download the form (PDF)OWBPA – Release Requirements for Employees 40+ (Group Program)
When two or more employees are terminated as part of a group termination or exit incentive program and employees 40+ are asked to waive federal age-discrimination claims, OWBPA requires: plain-language written agreement; specific ADEA reference; consideration beyond what the employee is already owed; advice to consult counsel; at least 45 days to consider; 7-day revocation period; and a written disclosure describing the decisional unit, eligibility factors, time limits, and the job titles and ages of those selected and not selected. Noncompliant waivers are unenforceable under the ADEA.
Learn moreHI Dislocated Workers Act
Hawaii's mini-WARN requires covered employers to provide 60 days' advance written notice to each affected employee and the Director of Labor and Industrial Relations before a closing, partial closing, relocation or divestiture, and to pay a dislocated worker allowance in certain closing or relocation situations.
Download the form (PDF)IL WARN
Illinois' WARN Act requires covered employers (75 or more full-time employees, or 75 or more employees working a combined 4,000 hours per week) to provide 60 days' written notice to affected employees, their unions, the Illinois Department of Commerce and Economic Opportunity and the chief elected officials of affected local governments before certain plant closings, mass layoffs or relocations.
Download the form (PDF)IA mini-WARN
Iowa law requires covered employers (25 or more full-time employees) to provide 30 days' advance written notice to affected employees, their representatives and Iowa Workforce Development before certain business closings or mass layoffs.
Learn moreME Severance and Notice Law
Maine law requires covered employers (100 or more employees) to give 90 days' written notice of certain closings or relocations to employees and state and local officials, notify the Bureau of Labor Standards within seven days of a mass layoff, and provide statutory severance pay to eligible employees.
Learn moreMD mini-WARN
Maryland's Economic Stabilization Act requires employers with 50 or more employees to give at least 60 days' written notice before a shutdown, closing or relocation that reduces the workforce by at least 25% or 15 employees (whichever is greater) over any three-month period. Notice goes to all employees at the workplace, their representatives, the Maryland Department of Labor's Dislocation Services Unit and the chief elected official of the local government.
Learn moreNH WARN
New Hampshire's mini-WARN requires covered employers (generally 100 or more employees in the state) to give 60 days' written notice to affected employees, unions, the labor commissioner, the attorney general and the chief elected official of each affected municipality before certain plant closings or mass layoffs.
Learn moreNJ WARN
New Jersey's mini-WARN requires covered employers (100 or more employees) to give 90 days' advance written notice of certain closings, relocations or mass layoffs to employees, unions and government entities, and to pay severance to affected employees (generally one week of pay per year of service, with additional amounts for insufficient notice).
Learn moreNY WARN
New York's mini-WARN requires covered employers (generally 50 or more full-time employees in the state) to provide 90 days' written notice before certain plant closings, mass layoffs, relocations or reductions in hours. Notice goes to affected employees, their unions, the Department of Labor, the Local Workforce Development Board, the chief elected official, the school district and local emergency responders for the site.
Learn moreTN Mini-WARN
Tennessee's Plant Closing and Reduction in Operations Act applies to employers with 50 to 99 full-time employees at a Tennessee workplace. When a closure, modernization, relocation or management policy will permanently or indefinitely reduce 50 or more employees within a three-month period, the employer must notify affected employees and then the Commissioner of Labor and Workforce Development.
Download the form (PDF)VT Mini-WARN
Vermont's Notice of Potential Layoffs Act requires employers closing or conducting a mass layoff of 50 or more employees over a 90-day period to give 45 days' notice to the Secretary of Commerce and Community Development and the Commissioner of Labor, and 30 days' notice to affected employees, their bargaining units and municipal chief elected officials.
Learn moreWA WARN
Washington's mini-WARN (Securing Timely Notification and Benefits for Laid-Off Employees Act) requires covered employers to provide 60 days' advance written notice to affected employees, their unions, the Employment Security Department and the chief elected official of the local government for certain mass layoffs, business closures and significant hours reductions.
Learn moreWI Mini-WARN
Wisconsin's mini-WARN requires covered employers (generally 50 or more employees in the state) to provide 60 days' written notice to affected employees, unions, the Department of Workforce Development and local officials before certain business closings or mass layoffs.
Learn moreState Disability Insurance (SDI)
Employers must provide the “Disability Insurance Provisions” brochure (DE 2515) to new hires and to employees who request time off for pregnancy, childbirth, or other non-work-related disability, informing them of SDI benefits and how to file a claim.
Download the form (PDF)Paid Family Leave
Employers must provide the Paid Family Leave brochure (DE 2511) to new employees and to any employee who requests leave to care for a seriously ill family member or to bond with a new child, explaining PFL benefits and claim procedures.
Download the form (PDF)FAMLI Leave
Under Colorado’s Paid Family and Medical Leave Insurance (FAMLI) program, employers must: (1) notify employees of FAMLI within 30 days of hire or transfer into Colorado, and (2) provide a written FAMLI notice within 5 days after learning that an employee is experiencing a FAMLI-qualifying event or requests related leave; posting and remote-worker delivery of the FAMLI notice are also required.
Learn moreFAMLI – Notice When Employee May Have a Qualifying Event
Within 5 days after learning that an employee may have a FAMLI-qualifying event, or after receiving an FMLA leave request, Colorado employers must give that employee the FAMLI Required Program Notice.
Learn moreDelaware Paid Leave – Notice When Leave Is Requested
Covered Delaware employers must give the Notice of Employee Rights to an employee who requests leave, or when the employer learns an employee's leave may be for a qualifying reason, even if the employee doesn't mention the program. The notice may be emailed.
Learn moreTDI – Claim Form for Disabled Employees
When an employee can't work because of a non-work-related illness or injury, the employer or its insurance carrier provides the Claim for Disability Benefits form (Form TDI-45), which isn't available online. Employees generally must file within 90 days of the start of the disability.
Learn moreMaryland FAMLI – Notice When Leave Is Requested
Effective July 2027: Maryland employers must give the state FAMLI notice when an employee requests family, parental or medical leave, or when the employer knows an employee's leave may be for a qualifying FAMLI reason.
Learn moreNJ Family Leave Act (NJFLA) – Annual Poster Distribution
Covered employers under NJFLA must give employees a written copy of the official NJFLA poster annually (by Dec. 31), which can be delivered via email, printed materials, or intranet (with notice of availability), in addition to physical posting.
Download the form (PDF)Paid Family Leave – Request Form & Statement of Rights
When an employee submits a Paid Family Leave request (Form PFL-1), the employer must complete Part B and return it to the employee within 3 business days. Employers must also keep the Statement of Rights for Paid Family Leave (Form PFL-271S) available for employees.
Download the form (PDF)Disability Benefits – Statement of Rights (DB-271S)
When a covered employee misses more than seven consecutive days of work because of a disability, the employer must give them Form DB-271S within five business days after the seventh day of absence, or five business days after learning the absence is due to disability, whichever is later.
Download the form (PDF)Paid Leave – Notice When Leave May Qualify
Washington employers must give the state's written Paid Leave notice to a potentially eligible employee within 5 business days after the employee's 7th consecutive day of absence for a family or medical reason, or within 5 business days after learning the absence is for a qualifying reason, whichever is later.
Download the form (PDF)Paid Leave – Notice When FMLA Counts Against Job Protection
If an employee takes unpaid FMLA leave and the employer counts it against Paid Leave job protection, the employer must give written notice explaining how the leave counts, the employer's 12-month FMLA leave year, how much job-protected time remains, and that Paid Leave benefit eligibility isn't affected.
Download the form (PDF)New Hire Reporting
Employers must report each newly hired or rehired employee who will work in Alabama to the Alabama State Directory of New Hires within the timeframe required by state law (not more than 20 days after the date of hire), using the state’s online portal or approved form.
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Alaska to the Alaska New Hire Reporting Program within the state-required timeframe (not more than 20 days after hire) via the online system or approved form.
Download the form (PDF)Sick Leave – Written Notice & Pay Statement
At hire, employers must give employees written notice of their sick leave entitlement, amount, terms of use and the ban on retaliation (a handbook may serve as the notice). Pay statements must show sick leave used in the accrual year and the current balance.
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Arizona to the Arizona New Hire Reporting Center within the applicable state deadline (not more than 20 days after hire) using the state portal or approved form.
Learn moreEarned Paid Sick Time – Written Notice & Paystub Balance
At the start of employment, employers must give written notice of sick time rights, covering the amount of leave, terms of use, the ban on retaliation, the right to file a complaint and Commission contact details. Each regular paycheck or paystub must show sick time available, sick time used and sick pay received year to date.
Download the form (PDF)New Hire Reporting
Employers must report each newly hired or rehired employee who will work in Arkansas to the Arkansas New Hire Reporting Center within the state-required timeframe (not more than 20 days after hire).
Learn moreState Disability Insurance (SDI)
Employers must provide the “Disability Insurance Provisions” brochure (DE 2515) to new hires and to employees who request time off for pregnancy, childbirth, or other non-work-related disability, informing them of SDI benefits and how to file a claim.
Download the form (PDF)DE-4 California Tax Withholding
Employers must collect Form DE-4 (state income-tax withholding) from employees during new-hire orientation.
Download the form (PDF)DE 2511, Paid Family Leave Insurance
Paid Family Leave Insurance fact sheet (DE 2511) must be provided during new hire orientation.
Download the form (PDF)CRD-185-ENG, Sexual Harassment
Sexual Harassment fact sheet (CRD-185-ENG) must be provided during new hire orientation.
Download the form (PDF)Time to Hire/ Workers’ Compensation
Time of hire/workers' compensation notice must be provided during new hire orientation.
Download the form (PDF)DLSE-NTE, Wage Theft Prevention Act
Wage theft prevention notice (DLSE-NTE) must be provided to employee during new hire orientation.
Download the form (PDF)Rights of Victims of Domestic Violence, Sexual Assault and Stalking
Notice of rights for victims of domestic violence, sexual assault, and stalking required at hire.
Download the form (PDF)New Hire Reporting
Employers must report each newly hired or rehired employee who will work in California to the New Employee Registry within the state-required timeframe (currently 20 days from start-of-work unless electronic batch reporting), using EDD’s online services or Form DE 34.
Learn moreKnow Your Rights Posting
California requires employers to distribute a separate “Workplace Know Your Rights” notice to employees (at hire and annually) and keep records of that distribution.
Download the form (PDF)San Diego Earned Sick Leave – Employer Notice to Employees
Employers with employees working in the City of San Diego must give each employee a written notice at hire listing the employer's legal and business name, address and phone number and how the employer meets the ordinance, including the accrual method. It may be delivered electronically.
Download the form (PDF)New Hire Reporting
Employers must report each newly hired or rehired employee who will work in Colorado to the Colorado State Directory of New Hires within the state-required timeframe (not more than 20 days after hire).
Learn moreAutomated Decision-Making Technology (AI) – Pre-Use Notice
Effective January 1, 2027: Employers that use AI or other automated decision-making technology to materially influence hiring or other consequential employment decisions must give applicants and employees a clear and conspicuous notice before use, explaining that the technology is used and how to get more information. A prominent public notice, such as a link on the job application, may satisfy this.
Learn morePaid Sick Leave – Rights Notice
Employers must give new employees notice of their paid leave rights no later than other onboarding documents, and give all employees updated notices by the end of each calendar year. Employees may request their leave balance in writing, up to once a month.
Download the form (PDF)New Hire Reporting
Employers must report each newly hired or rehired employee who will work in Connecticut to the Connecticut State Directory of New Hires within the required timeframe (not more than 20 days after hire).
Learn moreCT FMLA / CT Paid Leave – Rights Notice
Connecticut employers must provide employees with a written “Notice of Employee Rights Under CT FMLA and CT Paid Leave” at hire and annually thereafter, describing leave rights, job protection, benefit continuation, and how to file claims; the official model notice can be used or incorporated into handbooks.
Download the form (PDF)Automated Employment Decision Technology (AI) Notice
Effective October 1, 2027: Connecticut employers must tell applicants and employees in plain language when an AI tool is designed to interact with them. When an AI tool is a substantial factor in an employment decision, employers must give written notice before the decision describing the tool, its purpose, the personal data it analyzes and its sources, and employer contact information.
Paid Sick Leave – Written Notice
Covered employers must give each employee written notice of their paid sick leave rights by the first day of employment.
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Delaware to the Delaware State Directory of New Hires within the state-required timeframe (not more than 20 days after hire).
Learn moreDelaware Paid Leave – Notice of Employee Rights at Hire
Covered Delaware employers must give each new employee the written Notice of Employee Rights under Delaware Paid Leave at hire. The notice explains leave rights, benefits, how to file a claim, job protection, and whether coverage is through the state plan or a private plan, and it may be emailed.
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in the District of Columbia to the DC Directory of New Hires within the state-required timeframe (not more than 20 days after hire).
Learn moreDC Paid Family Leave – Notice at Hire
DC employers must give each new employee the current DC Paid Family Leave Employee Notice within 30 days of hire.
Learn moreNotice of Hire (Wage Notice)
Employers must provide the D.C. Notice of Hire wage notice to every new employee immediately upon starting.
Download the form (PDF)New Hire Reporting
Employers must report each newly hired or rehired employee who will work in Florida to the Florida New Hire Reporting Center within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Georgia to the Georgia New Hire Reporting Program within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Hawaii to the Hawaii State Directory of New Hires within the required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Idaho to the Idaho New Hire Reporting Program within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Illinois to the Illinois State Directory of New Hires within the required timeframe (not more than 20 days after hire); independent contractors are included as of 2024.
Learn morePaid Leave for All Workers – Written Policy
Employers must give employees their written paid leave policy at or before the start of employment, in English and any language commonly spoken by the workforce; it can be part of the handbook. Notice, denial and documentation rules only apply once communicated in writing.
Learn moreChicago Paid Leave & Paid Sick and Safe Leave – Notice & Poster
Employers with employees working in Chicago must give each employee the city's notice with their first paycheck (or during onboarding) and again with a paycheck within 30 days of July 1 each year. Employers with a Chicago facility must also post the notice (at least 11 x 17 inches) in English and any language used by 5% or more of employees at the jobsite.
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Indiana to the Indiana New Hire Reporting Center within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Iowa to the Iowa New Hire Reporting Center within the required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Kansas to the Kansas New Hire Directory within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Kentucky to the Kentucky New Hire Reporting Center within the required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Louisiana to the Louisiana Directory of New Hires within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Maine to the Maine Directory of New Hires within the required timeframe (not more than 20 days after hire).
Learn moreMaine PFML – Written Employee Notice
Maine employers must give each employee written notice of their rights under Maine Paid Family and Medical Leave within 30 days of hire, using the state model notice (state plan or private plan version).
Download the form (PDF)New Hire Reporting
Employers must report each newly hired or rehired employee who will work in Maryland to the Maryland State Directory of New Hires within the state-required timeframe (not more than 20 days after hire).
Learn moreMaryland FAMLI – Employee Rights Notice
Effective July 2027: Maryland employers must give employees the state FAMLI notice six months before benefits begin, at hire, annually, and at least 30 days before any change to the employer's FAMLI procedures or plan, and should collect a signed or electronic acknowledgment.
Learn moreMontgomery County Earned Sick and Safe Leave – Written Notice
Employers with employees working in Montgomery County must give employees written notice of their right to earned sick and safe leave, including how it accrues, permitted uses and the ban on retaliation. The county publishes an official poster employers can use.
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Massachusetts to the Massachusetts New Hire Reporting Program within the required timeframe (not more than 20 days after hire).
Learn moreMA PFML – Written Notice & Poster
Massachusetts employers must (1) display the PFML workplace poster and (2) give each new employee written PFML notice within 30 days of hire, describing benefits, contribution rates and how to apply. The notice must let the employee acknowledge or decline receipt, and employers must keep records of a good-faith effort to collect acknowledgments. Employers must also notify employees of contribution rate changes at least 30 days before they take effect.
Learn moreEarned Sick Time – Notice or Handbook Policy
Employers must either give each employee a copy of the Earned Sick Time notice or include their earned sick time policy in any employee handbook or manual.
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Michigan to the Michigan New Hire Operations Center within the state-required timeframe (not more than 20 days after hire).
Learn moreEarned Sick Time – Written Notice
At hire, employers must give each employee written notice of their earned sick time rights. Any written policy on notice for unforeseeable absences must be provided at hire or when it takes effect, and employees must be told of changes within 5 days.
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Minnesota to the Minnesota New Hire Reporting Center within the required timeframe (not more than 20 days after hire).
Learn moreMinnesota Paid Leave – Written Employee Notice
Minnesota employers must give each employee the state's written Paid Leave notice, in the employee's primary language, within 30 days of hire, and get a written or electronic acknowledgment of receipt. Employers with an approved private plan use the equivalent plan notice.
Learn moreMinnesota Paid Leave – Seasonal Employee Notice
Employers that hire qualifying seasonal hospitality employees must give them the state's written notice, at the time of the job offer, that they are not eligible for Paid Leave benefits while in that seasonal role.
Learn moreEarned Sick and Safe Time – Notice & Balance
At the start of employment, employers must give each employee the earned sick and safe time notice in English and the employee's primary language, and include it in any handbook. Each pay period, employers must show hours available and used on the earnings statement or an accessible electronic system.
Download the form (PDF)St. Paul Earned Sick and Safe Time – Notice & Policy
Employers with employees working in St. Paul must give new employees notice of their ESST rights when they start, regularly distribute that notice and a written ESST policy in English and employees' primary languages, and give employees access to their current balance.
Download the form (PDF)New Hire Reporting
Employers must report each newly hired or rehired employee who will work in Mississippi to the Mississippi New Hire Reporting Program within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Missouri to the Missouri Department of Revenue’s New Hire Reporting Program within the required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Montana to the Montana New Hire Reporting Program within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Nebraska to the Nebraska New Hire Reporting Center within the required timeframe (not more than 20 days after hire).
Learn morePaid Sick Time – Written Notice & Pay Statement
Employers with 11 or more employees must give written notice of paid sick time rights when employment begins (electronically for remote or app-based workers), and each pay period show sick time available, used and paid on or with the paycheck or through an online system.
Download the form (PDF)New Hire Reporting
Employers must report each newly hired or rehired employee who will work in Nevada to the Nevada New Hire Reporting Center within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in New Hampshire to the New Hampshire Directory of New Hires within the required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in New Jersey to the New Jersey New Hire Reporting Center within the state-required timeframe (not more than 20 days after hire).
Learn moreFamily Leave
NJ employers must provide written notice of the state Family Leave Insurance (FLI) program to employees at three points: upon hire, when an employee requests information, and when an employee notifies the employer of a need for family leave; employers must also display the official FLI poster in the workplace.
Learn moreEarned Sick Leave – Written Notice
Employers of any size must give each employee a written copy of the Earned Sick Leave notice at hire and whenever an employee asks for it.
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in New Mexico to the New Mexico New Hire Directory within the required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in New York State to the New York State Directory of New Hires within the state-required timeframe (not more than 20 days after hire).
Learn morePaid Family Leave – Waiver for Ineligible Schedules
New York employers must offer the Paid Family Leave waiver to employees whose regular schedule won't meet the eligibility requirements, before withholding any contributions, and keep signed waivers on file.
Download the form (PDF)NYC Earned Safe and Sick Time – Notice of Employee Rights
Employers with employees working in New York City must give each employee the city's Notice of Employee Rights at the start of employment and whenever rights change, in English and the employee's primary language if available, and post it in a visible, accessible spot. Employers must also report protected time off accrued, used and available in writing each pay period.
Download the form (PDF)Westchester County Safe Time Leave – Notice of Rights & Poster
Employers with employees working in Westchester County must give each new employee written notice of their rights under the county Safe Time Leave Law at the start of employment, and post the law and county poster in a conspicuous location in English and Spanish.
Download the form (PDF)New Hire Reporting
Employers must report each newly hired or rehired employee who will work in North Carolina to the North Carolina New Hire Directory within the required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in North Dakota to the North Dakota New Hire Reporting Center within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Ohio to the Ohio New Hire Reporting Center within the required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Oklahoma to the Oklahoma Employment Security Commission’s New Hire Reporting Program within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Oregon to the Oregon New Hire Reporting Center within the required timeframe (not more than 20 days after hire).
Learn morePaid Leave Oregon – Written Notice Policy & Procedure
An employer that wants employees to give written notice before taking Paid Leave Oregon leave must have a written policy and procedure, and give a copy to all employees at hire and each time it changes, in the language the employer normally uses with that employee.
Download the form (PDF)New Hire Reporting
Employers must report each newly hired or rehired employee who will work in Pennsylvania to the Pennsylvania New Hire Reporting Program within the state-required timeframe (not more than 20 days after hire).
Learn morePanel Provider Notice & Acknowledgment
Employers that post a list of designated health care providers must inform employees in writing of their rights and duties about the list at hire and at the time of injury, and get a signed acknowledgment, in order to limit treatment to the panel for the first 90 days.
Learn moreResidency Certification Form
New hires must complete the Pennsylvania Residency Certification Form for local earned income tax withholding.
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Rhode Island to the Rhode Island New Hire Reporting Directory within the required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in South Carolina to the South Carolina New Hire Reporting Program within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in South Dakota to the South Dakota New Hire Reporting Center within the required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Tennessee to the Tennessee New Hire Reporting Program within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Texas to the Texas Employer New Hire Reporting Operations Center within the required timeframe (not more than 20 days after hire).
Learn moreNotice to New Employees of Workers' Compensation Coverage
Employers must give each new employee written notice of whether the employer has workers' compensation coverage when the employee completes a W-4 and I-9, including (for covered employers) the employee's right to keep their common law right to sue by notifying the employer in writing within 5 days. Employers must also notify employees in writing within 15 days after coverage is obtained, ends or is canceled.
Download the form (PDF)New Hire Reporting
Employers must report each newly hired or rehired employee who will work in Utah to the Utah New Hire Registry within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Vermont to the Vermont New Hire Reporting Center within the required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Virginia to the Virginia New Hire Reporting Center within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Washington to the Washington State Support Registry / New Hire Reporting Program within the required timeframe (not more than 20 days after hire).
Learn morePaid Sick Leave – Notice of Rights & Monthly Balance
By the employee's first day of work, employers must give written or electronic notice of paid sick leave rights, including the accrual rate, permitted uses and the ban on retaliation. At least monthly, employers must report sick leave accrued, used and available, which can be done on the pay statement.
Download the form (PDF)New Hire Reporting
Employers must report each newly hired or rehired employee who will work in West Virginia to the West Virginia New Hire Reporting Center within the state-required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Wisconsin to the Wisconsin New Hire Reporting Center within the required timeframe (not more than 20 days after hire).
Learn moreNew Hire Reporting
Employers must report each newly hired or rehired employee who will work in Wyoming to the Wyoming New Hire Reporting Center within the state-required timeframe (not more than 20 days after hire).
Learn moreSmall-Employer Continuation ("Mini-COBRA") Notice
For insured small-employer health plans (generally fewer than 20 employees), when an enrollee loses eligibility (e.g., termination or reduction in hours), the employer or plan must provide a written notice of coverage continuation that meets state content requirements; timely use of the Department of Insurance and Financial Institutions' sample notice is presumed to satisfy the requirement.
Learn moreCal-COBRA / State Continuation – Eligibility Change
For insured plans of employers with 2 to 19 employees, when a qualifying event causes loss of coverage, eligible employees and dependents must receive a Cal-COBRA continuation notice (usually from the carrier) explaining their right to continue coverage; Cal-COBRA can also extend coverage after federal COBRA ends, up to 36 months in total. Employers must coordinate with their carrier or TPA to ensure timely notices when hours or employment status change.
Learn moreDC Paid Family Leave – Eligibility Notice
When an employee notifies the employer of a qualifying life event or need for leave that may be covered by DC Paid Family Leave, the employer must provide a specific written notice detailing the employee’s PFL eligibility, benefit amount, and how to apply for benefits, even if the employee does not explicitly mention DC PFL.
Learn moreCOBRA Qualifying Event Notice
For employers subject to federal COBRA, when an employee loses group health coverage due to termination of employment or reduction in hours, the employer must notify the plan administrator of the qualifying event within 30 days; the plan administrator must then send a written COBRA election notice to qualified beneficiaries within 14 days, explaining continuation rights and deadlines.
Learn moreFMLA – Eligibility, Rights & Designation Notices
When an employer learns that an absence may be FMLA-qualifying, it must: (1) give a general FMLA notice, (2) provide a written Eligibility Notice and Rights and Responsibilities Notice within 5 business days if the employee is eligible, and (3) issue a written Designation Notice once the leave is determined to be FMLA-covered, explaining how the time will be counted.
Learn morePrepaid Health Care – Eligibility Threshold
Under the Hawaii Prepaid Health Care Act, employers must offer and maintain state-approved health coverage for employees who work at least 20 hours per week for four consecutive weeks and earn at least 86.67 times the state minimum hourly wage per month. Once an employee is eligible, the employer must enroll them or keep a valid HC-5 exemption or waiver on file, renewed each calendar year.
Download the form (PDF)State Continuation for Small Employers
For fully insured plans of employers with fewer than 20 employees, New York law requires that employees who lose coverage (e.g., termination or reduction in hours) be offered up to 36 months of state continuation coverage. Employees must elect in writing within 60 days of the later of losing coverage or receiving notice, so employers must coordinate with carriers to ensure the continuation notice goes out.
Learn moreNoncompete Agreements – Notice That Existing Noncompetes Are Void
Effective June 30, 2027: Noncompete agreements are void for all Washington-based employees and independent contractors, including ones signed earlier. By October 1, 2027, employers must make reasonable efforts to notify in writing every current and former employee and contractor whose noncompete is still in effect that it is void and unenforceable.
Learn moreUnemployment Compensation Notice at Separation
Employers must provide each separating employee with notice of the potential availability of unemployment compensation benefits. May be delivered by letter, email, text, or flyer.
Download the form (PDF)Separation Notice – Unemployment Benefits
Employers must provide each separating employee with a “Notice to Separated Employees” flyer informing them about UI benefits.
Download the form (PDF)Separation Notice – Unemployment Benefits
Employers must provide a printed statement to separating employees explaining how to file for unemployment benefits.
Download the form (PDF)Individual Notice to Separating Employees of UI Benefits Availability
Notice about availability of unemployment benefits required for each separating employee.
Download the form (PDF)Separation Documents
Employers must provide separating employees (including layoff or leave of absence) with required EDD pamphlets, including a Notice of Change in Relationship and For Your Benefit: California's Programs for the Unemployed (DE 2320).
Download the form (PDF)Employer Separation Notice – Form 22-234
Employers must provide a completed “Notice of Potential Availability of Unemployment Insurance Benefits” (CDLE Form 22-234) to each separated employee at the time of separation.
Download the form (PDF)Separation Documents
All employers must immediately provide separated employees with the CT unemployment separation packet (including UC-61 and instructions) in person or by mail if in-person delivery isn’t possible.
Download the form (PDF)Unemployment Notice
Free notice available for separated employees.
Download the form (PDF)OWBPA – Release Requirements for Employees 40+ (Individual)
When asking an employee age 40 or older to sign a separation or severance agreement that waives federal age-discrimination claims, the waiver must meet OWBPA requirements: written in plain language; specifically reference the ADEA; waive only past claims; provide consideration beyond what the employee is already owed; advise the employee in writing to consult an attorney; give at least 21 days to consider and 7 days to revoke after signing. If these conditions are not met, the ADEA waiver is unenforceable.
Learn moreReemployment Assistance Program
Free notice available for separated employees.
Download the form (PDF)Separation Notice
Employers must give every separated employee (voluntary or involuntary) a completed Separation Notice (Form DOL-800) on the last day of work or mail it within a few days.
Learn moreSeparation Notice and Reporting Requirements
Employers must provide the Notification to Employees of the Availability of Unemployment Compensation notice + report on the Idaho Department of Labor employer portal.
Learn moreUnemployment Notice
Employers must provide the CLI111L pamphlet “What Every Worker Should Know About Unemployment Insurance” to employees separated for seven or more days, delivered at separation or mailed within 5 days.
Download the form (PDF)Separation Notice
Employers must inform separating employees about unemployment benefits using Indiana’s model language (as described in the DWD employer FAQs) and provide basic filing information. An additional, but not required, resource to share is the Unemployment Insurance Claimant Handbook.
Download the form (PDF)Separation Reporting Requirements
Employee separation must be reported in Iowa employer portal.
Learn moreUnemployment Insurance Notice for Workers
Employers must notify separated employees of unemployment benefit availability using the K-CNS 405 notice language.
Learn moreUnemployment Insurance Notice for Workers
Employers must give separated employees UI availability information consistent with Kentucky’s POS-UI-5.1 notice.
Download the form (PDF)Separation Notice and Reporting Requirements
Employers must give separating employees the Louisiana UI notice and also file the Employer Separation Notice (Form LWC-77) online within the required timeframe.
Download the form (PDF)Unemployment Notice
Employers must provide separating employees with a written notice about the availability of unemployment insurance benefits using Maryland’s model notification language.
Download the form (PDF)Unemployment Notice
Employers must give each separated employee, whether the separation is permanent or temporary, pamphlet 0590-A (How to File a Claim for Unemployment Insurance Benefits) as soon as practicable and no later than 30 days after the last day of work.
Learn moreUnemployment Notice
Employers must give each separating employee a completed Form UIA 1711 (Unemployment Compensation Notice to Employee) or an equivalent written notice at separation.
Download the form (PDF)Separation Reporting Requirements
Employee separation must be reported through employer resources.
Learn moreUnemployment Insurance Notice for Workers
Current guidance indicates Missouri employers must give separating employees a copy of “Filing for Unemployment Insurance Benefits in Missouri” (MODES-INF-288-5 or successor) at separation, in addition to the posted UI notice.
Learn moreNotice to Employees – Important Information Regarding Unemployment Compensation
Montana requires employers to provide all separating employees with the “Notice to Employees – Important Information Regarding Unemployment Compensation” form containing UI filing details.
Download the form (PDF)Unemployment Insurance Notice for Workers
Nebraska employers must provide all separated employees with the “Unemployment Insurance: Advisement of Benefit Rights” notice at the time employment ends.
Download the form (PDF)Unemployment Insurance Notice for Workers
Employers must give separating employees a specific UI availability notice (NUCS-4139 “Information for the Unemployed Worker”) at the time of separation.
Download the form (PDF)Unemployment Benefits Form
Employers must provide each separating employee with Form BC-10 (Instructions for Claiming Unemployment Benefits) at the time of separation, regardless of reason. Employers must also report separation of employment in the employer portal.
Download the form (PDF)Unemployment Benefits Form
Employers must complete a record of employment and provide separated employees information on claiming unemployment benefits (form IA 12.3) when employment ends or hours are reduced.
Download the form (PDF)Unemployment Benefits Notice
Employers must give separating employees written notice of the availability of unemployment benefits.
Learn moreUnemployment Compensation Separation Notice
Employers must provide a separation notice about UI availability using the state’s model notice (JFS 55341) at the time of separation.
Learn moreSeparation Notice
Employers must provide separating employees with UI availability information using Oklahoma’s separation notice (OES-341) at or soon after separation.
Learn moreUnemployment Notice
Employers must notify separating employees of the availability of unemployment compensation using Pennsylvania’s model notice (UC-1609) and ensure UI poster UC-700 is displayed.
Download the form (PDF)Unemployment Benefits Availability Notice
All employers must provide separating employees with a notice of the availability of unemployment compensation at the time of separation (RI model notice – can be letter, flyer, email, or text).
Learn moreNotice of the Availability of Unemployment Insurance Benefits
All employers must give separated employees a written “Notice of the Availability of Unemployment Insurance Benefits” at separation (delivery can be in person, by mail, email, or text).
Download the form (PDF)Notice to Employees – Availability of Unemployment Compensation
South Dakota requires employers to give separated employees a “Notice to Employees: Availability of Unemployment Compensation” at the time of separation in addition to maintaining the required workplace posting.
Download the form (PDF)Separation Notice
Employers must provide separating employees with Tennessee’s separation notice (LB-0489) containing UI benefit information at the time of separation.
Download the form (PDF)Workers' Compensation – Claim Form & Rights Notice
When a work-related injury or illness is reported, California employers must provide the employee with a DWC-1 workers' compensation claim form within one working day, return a completed copy within one working day of receipt, and promptly submit the claim to the carrier; recent amendments also require expanded workers' compensation posters advising employees of their right to consult an attorney.
Download the form (PDF)First Report of Injury to Insurer
California employers must file an Employer's Report of Occupational Injury or Illness (Form 5020) with their workers' compensation carrier within 5 days of learning of any work injury or illness that causes lost time beyond the day of injury or needs treatment beyond first aid, and file an amended report within 5 days of learning of a resulting death. Serious injuries, illnesses or deaths must also be reported immediately to Cal/OSHA.
Download the form (PDF)First Report of Injury to Carrier (DWC-1)
Employers must report a work injury to their insurance carrier within 7 days of being told about it and give the injured employee a copy of the First Report of Injury or Illness. Work-related deaths must be reported to the Division within 24 hours.
Download the form (PDF)Employer's First Report of Injury (WC-1)
Employers must complete Section A of Form WC-1 and send it to their insurer or self-insurer claims office immediately after learning of an injury, and report serious injuries to the insurer by phone first.
Learn moreEmployer's First Report of Injury to the Commission
Employers, or their insurers, must electronically report to the Illinois Workers' Compensation Commission every work injury or illness causing more than three lost workdays, within the month. Fatal accidents must be reported within two working days after the death.
Learn moreWritten Explanation of Delayed or Denied Benefits
When an employee can't work for more than three days because of a work injury, employers must begin temporary total disability payments, or give the employee a written explanation of what information is needed before payments begin, or a written explanation of why benefits are denied.
Download the form (PDF)First Report of Injury & Rights Brochure
Employers must report an injury that causes death or more than one week of lost time to their insurer on Form LWC-WC IA-1 within 10 days of learning of it. The insurer files with the Office of Workers' Compensation Administration, which mails the Rights and Responsibilities brochure to the injured worker.
Download the form (PDF)Employer's First Report of Injury (Form 101)
Employers must electronically file Form 101 with the Department of Industrial Accidents within 7 calendar days (not counting Sundays and legal holidays) after an employee's fifth full or partial day of disability from a work injury, with copies to the employee and the insurer.
Learn moreEmployer Basic Report of Injury (WC-100)
Employers must immediately file Form WC-100 with the Workers' Disability Compensation Agency for any work injury or disease causing more than 7 consecutive days of disability, a specific loss or death, and when a claim is made, and give the employee a copy.
Download the form (PDF)Employer's First Report of Injury
Montana employers must complete and submit the state “First Report of Injury or Occupational Disease” within six days after notice of any on-the-job accident, injury, or occupational disease; the form may be completed jointly with the worker but must be filed even if the worker does not.
Download the form (PDF)Injury Reporting Forms (C-1 / C-4)
Nevada’s workers’ compensation process requires employees to complete a Form C-1 Notice of Injury or Occupational Disease and C-4 claim form; state guidance instructs workers to “fill out the paperwork your employer provides (Form C-1)” when injured, so employers should promptly provide the C-1 notice form and assist in completing and submitting required claim paperwork.
Download the form (PDF)Report of Work Accident to Carrier
Employers must notify their insurance carrier or third-party administrator immediately after learning of a work accident or occupational exposure so the First Report of Injury can be filed electronically with the state.
Learn moreEmployer's First Report of Work-Related Injury (C-2F)
Employers must report work-related injuries and illnesses to their insurance carrier within 10 days, using Form C-2F or the carrier's electronic reporting, and keep the report on file for at least 18 years.
Download the form (PDF)Employer's Report of Injury (Form 19) & Claim Form (Form 18)
Employers must report work injuries to their insurer immediately and file Form 19 within 5 days after learning of an accident causing more than one day of lost time or medical expenses over the state threshold, and give the employee a copy of Form 19 with a blank Form 18 to file a claim.
Learn moreFirst Report of Injury
Employers must report all employee injuries to their insurer immediately. A First Report of Injury must be filed with the Bureau of Workers' Compensation within 7 days for injuries causing a day, shift or turn of lost time, and within 48 hours for deaths, with copies to the injured worker and the insurer.
Learn moreNotice of Workers' Compensation Denial (LIBC-496)
If the employer or insurer does not accept a claim, it must issue a Notice of Workers' Compensation Denial to the employee within 21 days after the injury is reported, unless it starts wage-loss benefits or issues a Notice of Temporary Compensation Payable in that time.
Download the form (PDF)Employer's First Report of Injury (DWC Form-001)
Employers must send DWC Form-001 to their insurance carrier within 8 days after an employee misses more than one day of work because of an injury, or after learning of an occupational disease or work-related death, and give the injured employee a copy with the Notice of Injured Employee Rights and Responsibilities.
Download the form (PDF)Non-Subscriber Injury Report
Employers without workers' compensation coverage that have 5 or more employees must report each work-related injury, illness or death causing more than one day of lost time to the Texas Division of Workers' Compensation, by one month and 7 days after the lost time begins, the employer learns of the illness, or the death occurs.
Learn moreEmployer Report of Industrial Injury or Occupational Disease
When L&I receives a worker's Report of Accident, it mails the employer an Employer Report of Industrial Injury or Occupational Disease, which the employer must complete and return as soon as possible.
Download the form (PDF)Required Workplace Postings
Alabama requires employers to conspicuously post federal and state labor law posters, including notices on unemployment insurance, child labor, and other rights, using posters provided or endorsed by the Alabama Department of Labor.
Learn moreSummary of Wage and Hour Act Poster (includes Sick Leave)
Employers must post the state's Summary of the Alaska Wage and Hour Act, which includes sick leave rights.
Download the form (PDF)Earned Paid Sick Time Poster
Employers must post the Industrial Commission's Earned Paid Sick Time poster in the workplace.
Learn morePosting and Provision of "Notice to Employees – Unemployment Benefits"
Employers must post the Division of Workforce Services' notice informing employees they may be eligible for unemployment benefits and provide a copy upon each separation.
Download the form (PDF)Workplace Postings
The Department of Industrial Relations requires employers to post information related to wages, hours and working conditions in an area frequented by employees where it may be easily read during the workday. Additional posting requirements apply to some workplaces. Free workplace postings below.
Learn moreNotice to Employees Poster (DE 1857A)
California employers must post the EDD Notice to Employees (DE 1857A), which explains Unemployment Insurance, Disability Insurance and Paid Family Leave, where employees can easily see it. Employers covered only for Disability Insurance and Paid Family Leave post DE 1858 instead.
Download the form (PDF)Paid Sick Leave Poster
Employers must display the Labor Commissioner's paid sick leave poster where employees can easily read it, explaining the right to accrue and use paid sick leave, the terms of use, the ban on retaliation and how to file a complaint.
Download the form (PDF)Workers' Compensation Notice to Employees Poster (DWC 7)
Employers must post the Notice to Employees: Injuries Caused by Work (DWC 7) in a conspicuous place employees often pass during the workday. It must list the current insurer or self-insured status, the claims administrator, emergency numbers, the nearest Information and Assistance officer and any Medical Provider Network details, in English and Spanish where Spanish-speaking employees work.
Download the form (PDF)Berkeley Minimum Wage & Paid Sick Leave – Poster
Employers with employees working in Berkeley must post the city's annual public notice, which covers paid sick leave, where employees can easily read it.
Download the form (PDF)Los Angeles (City) Minimum Wage & Paid Sick Leave – Poster
Employers with employees working in the City of Los Angeles must post the city's official notice, which covers paid sick leave, in a conspicuous place at every workplace or job site.
Download the form (PDF)Oakland Minimum Wage & Paid Sick Leave – Poster
Employers with employees working in Oakland must post the city's annual minimum wage and paid sick leave notice where employees can easily read it.
Download the form (PDF)San Diego Earned Sick Leave – Poster
Employers with employees working in the City of San Diego must post the city's Earned Sick Leave notice and annual Minimum Wage notice in a conspicuous place at every workplace or job site.
Download the form (PDF)San Francisco Paid Sick Leave – Poster
Employers with employees working in San Francisco must display the city's Paid Sick Leave poster at each workplace or job site.
Download the form (PDF)FAMLI – Workplace Posting & Remote Delivery
Colorado employers must post the FAMLI Required Program Notice in a conspicuous location at each worksite. For remote workers, employers must email the notice or post it where those workers can see it on the intranet or app they use. Employers with an approved private plan post their plan's notice instead.
Learn morePaid Sick Leave – Workplace Public Health Rights Poster
Employers must display the state's paid leave poster in a conspicuous, accessible place in each workplace, in any language that is the first language of at least 5% of the workforce. Remote workers may receive it electronically.
Learn morePaid Sick Leave Poster
Covered employers must display the paid sick leave poster in English and Spanish in a conspicuous, accessible area, and give remote employees access by email or a shared digital platform. Coverage expands to all employers on January 1, 2027.
Download the form (PDF)Required Workplace Postings
Workplace posting required.
Download the form (PDF)Delaware Paid Leave – Workplace Posting
Covered Delaware employers must display the Delaware Paid Leave notice of employee rights in a conspicuous place at the workplace, in English, Spanish, and any language that is the first language of at least 5% of the workforce, where the state provides it.
Learn moreDC Paid Family Leave – Posting & Annual Notice
DC employers must post the current Paid Family Leave Employee Notice in a conspicuous place at every worksite with covered employees and give a copy to all covered employees each year. Each year's updated notice must be posted and distributed by February 1. Translations are available.
Learn moreAccrued Sick and Safe Leave Notice
Employers must post the official sick and safe leave notice in a conspicuous place, in English and in the language of any employee with limited English proficiency.
Download the form (PDF)Workers' Compensation Notice Poster ("Broken Arm" Poster)
Employers must post the state workers' compensation notice in conspicuous places at the workplace, showing the insurance carrier, policy expiration date and anti-fraud statement. Carriers supply the poster to policyholders.
Download the form (PDF)Panel of Physicians & Workers' Compensation Notice (WC-P1)
Employers must post the Panel of Physicians notice (WC-P1, or WC-P3 for managed care), the Bill of Rights for injured workers and the insurer's name in a conspicuous place employees can always reach, and explain the panel to all employees.
Learn moreTDI – Notice of Coverage Posting
Hawaii employers must post, in conspicuous places at the workplace, a notice that they have Temporary Disability Insurance coverage (usually supplied by the insurance carrier), along with the state's Disability Compensation Law notice to employees.
Download the form (PDF)City of Chicago Required Notices
The City of Chicago requires employers to display the Fair Workweek Notice and the Labor Standards Notice.
Learn morePregnancy & Menopause Accommodation Rights Notice
Effective January 1, 2027: Illinois employers must post the Illinois Department of Human Rights notice of the right to reasonable accommodation for pregnancy and menopause-related conditions in a conspicuous location and include the same information in the employee handbook. English is required and Spanish is optional; watch for an updated version of the notice covering menopause.
Learn morePaid Leave for All Workers – Notice
Employers covered by the state paid leave law must post the Department of Labor's notice where employee notices are usually posted, and send it electronically if they normally communicate with employees that way. Employers covered by the Chicago or Cook County ordinances follow those rules instead.
Download the form (PDF)Workers' Compensation Notice Poster
Employers must display the Commission's workers' compensation notice in a prominent place in each workplace, completed with the claims handler, policy number, policy dates and the employer's FEIN.
Download the form (PDF)Cook County Paid Leave – Poster & Written Policy
Employers with employees working in suburban Cook County municipalities that follow the county ordinance must post the county Paid Leave notice at each facility (or email it if there's no physical worksite) and give employees a written policy describing their Paid Leave benefits.
Download the form (PDF)Maine PFML – Workplace Posting
Maine employers must display the state Paid Family and Medical Leave poster where employees can easily see it, at the worksite or online for remote workers, in English and in other available languages spoken by their employees.
Download the form (PDF)Earned Paid Leave – Regulation of Employment Poster
Employers with more than 10 employees must post the state's Regulation of Employment poster, which includes earned paid leave. Fully remote employers may post it on an intranet.
Learn moreEarned Sick and Safe Leave – Employee Notice
Employers must notify employees of their right to earned sick and safe leave, including accrual, permitted uses, anti-retaliation protections and how to report violations; the state poster may be used. Leave must be paid at employers with 15 or more employees.
Download the form (PDF)Earned Sick Time – Notice of Employee Rights Poster
Employers must post the Attorney General's Earned Sick Time notice in the workplace. Sick time must be paid at employers with 11 or more employees.
Learn moreWorkers' Compensation Notice to Employees Poster
Employers must post the completed Notice to Employees in a common area of the workplace, in English and other appropriate languages, listing the insurer, policy number, agent and a contact person for reporting injuries.
Download the form (PDF)Earned Sick Time Poster
Employers must display the state's Earned Sick Time poster in English in a conspicuous place.
Learn moreMinnesota Paid Leave – Workplace Posting
Minnesota employers must display the Paid Leave poster in a conspicuous place at each worksite, in English and in any other language that is the primary language of 5 or more workers at that location, if the state offers it. Employers with an approved private plan display the equivalent plan poster.
Download the form (PDF)Minneapolis Sick and Safe Time – Poster, Policy & Balance Notice
Employers with employees working in Minneapolis must display and distribute the city's Labor Standards Poster in every language spoken by 5% or more of employees, give new hires a copy of their sick and safe time policy, and report hours used and available in writing at the end of each pay period.
Download the form (PDF)St. Paul Labor Standards – Workplace Poster
Employers with employees working in St. Paul must display the city's labor standards poster, covering ESST, minimum wage and wage theft, in a noticeable place such as a breakroom; an electronic copy on an internet or app platform also works.
Download the form (PDF)Paid Sick Time Poster
Employers with 11 or more employees must display the state's Paid Sick Time poster where all employees can see it.
Download the form (PDF)Paid Leave Bulletin & Payday Accounting
Private employers with 50 or more employees must post the Labor Commissioner's paid leave bulletin and, on each payday, give each employee an accounting of available paid leave.
Download the form (PDF)Earned Sick Leave – Notice of Employee Rights Poster
Employers must post the Earned Sick Leave notice in a conspicuous, accessible place at every work site, in the employee's primary language if the state offers a translation.
Download the form (PDF)Notice of Workers' Compensation Insurance Coverage
Employers must post and maintain the state-prescribed notice of workers' compensation coverage in conspicuous places at the worksite, showing whether the employer is insured or self-insured and, if insured, the carrier's name. Insured employers get copies from their carrier.
Learn moreHealthy Workplaces Act – Paid Sick Leave Notice & Poster
Employers must display a paid sick leave poster in a conspicuous, accessible place at each worksite and give each employee written or electronic notice of their sick leave rights at the start of employment, in English, Spanish and any language that is the first language of at least 10% of the workforce.
Download the form (PDF)Paid Family Leave – Posting & Information
NY employers that provide Paid Family Leave must conspicuously post a PFL notice and follow carrier guidance for informing employees about PFL rights and claims; many carriers provide a standard “Notice to Employees” form and instructions that employers must distribute or make available when employees inquire about or take PFL.
Notice of Workers' Compensation Coverage (C-105)
Employers must post and keep posted the Notice of Compliance (Form C-105), in English and Spanish, in a conspicuous place at the workplace. Employers get it from their insurance carrier or licensed agent.
Learn moreDisability Benefits – Notice of Compliance Posting (DB-120)
Employers covered by disability benefits insurance or approved self-insurance must post Form DB-120, the Notice of Compliance, in plain view at each place of business. The carrier or self-insurance administrator provides the completed form.
Learn moreWorkers' Compensation Notice to Injured Workers and Employers (Form 17)
Insured and self-insured employers must prominently post Form 17 with the insurer name, policy number and policy dates filled in.
Learn moreCertificate of Workers' Compensation Coverage Posting
Employers must conspicuously post the coverage certificate or notice from the Ohio Bureau of Workers' Compensation at each place of employment, or make it available online where employees can access it.
Learn morePaid Leave Oregon – Written Model Notice
Employers must display the Paid Leave Oregon model notice poster at each worksite and provide it electronically or by mail to remote workers, informing employees of their rights and obligations under the state’s Paid Family and Medical Leave program, including notice rules for foreseeable and unforeseeable leave.
Download the form (PDF)Sick Time Poster
Employers must give notice of the state sick time law by displaying the Bureau of Labor and Industries poster. Sick time must be paid at employers with 10 or more Oregon employees, or 6 or more with a Portland location.
Learn moreWorkers' Compensation Insurance Posting (LIBC-500)
Employers must post the LIBC-500 notice in a prominent, easily accessible place at the primary place of business and at every work site, listing the name, address and phone number of the insurer or party handling claims.
Download the form (PDF)Philadelphia Paid Sick Leave – Poster
Employers with employees working in Philadelphia must post the city's sick time notice in an accessible location where other notices are posted.
Download the form (PDF)Pittsburgh Paid Sick Leave – Poster
Employers with employees working within Pittsburgh city limits must post the city's notice at all times in a location accessible to all staff, in every language they regularly speak.
Download the form (PDF)TDI/TCI – Notice to All Employees Posting
Rhode Island employers must display the Department of Labor and Training's Notice to All Employees poster, which explains Temporary Disability Insurance and Temporary Caregiver Insurance, in the workplace.
Learn morePaid Sick and Safe Leave – Poster & Handbook
Employers must post the state's Notice to All Employees poster, which covers sick and safe leave, and include their sick leave policy in any employee handbook. Leave must be paid at employers with 18 or more employees.
Learn moreWorkers' Compensation Coverage Notice (Notice 6 or Notice 5)
Employers with workers' compensation insurance must post Notice 6, and employers without coverage must post Notice 5, in the personnel office and throughout the workplace where employees regularly see it, in English, Spanish and any other language common among employees.
Learn moreEarned Sick Time Poster
Employers must post the earned sick time notice where employees are likely to see it, in the languages employees speak.
Download the form (PDF)WA Paid Family & Medical Leave – Employer Notice
Washington employers must inform employees about the Paid Family and Medical Leave program by posting the official notice and communicating program information; the state program guidance highlights employer duties to notify workers of leave benefits and rights as part of their ongoing responsibilities.
Download the form (PDF)Notice to Employees: If a Job Injury Occurs
Employers must post the L&I "Notice to Employees: If a Job Injury Occurs" poster where employees can read it, with the name of the person to report injuries to filled in, and post their certificate of coverage at each business location. State Fund employers use F242-191-909; self-insured employers use F207-037-909.
Learn moreYour Rights as a Worker Poster (includes Paid Sick Leave)
Employers must display all three pages of the state's Your Rights as a Worker poster, which includes paid sick leave rights.
Download the form (PDF)Seattle Paid Sick and Safe Time – Poster, Policy & Balance Notice
Employers with employees working in Seattle must display the city's workplace poster (11 x 17 inches) in English and employees' primary languages, keep a written PSST policy that includes Seattle-specific items such as the employer's size tier, and report PSST hours each time wages are paid, at least monthly.
Download the form (PDF)Tacoma Paid Sick Leave – Notice
Employers with employees working in Tacoma must give notice of paid sick leave rights by posting the city notice in each establishment, including it in the handbook, or giving each employee a copy, in the employee's primary language if available.
Download the form (PDF)
